Ruby red shoes in “The Wizard of Oz” symbolize the power of self -fulfillment and inner strength. Through Dorothy’s trip to Oz, she sought the help of others to return home. However, at the end of the movie, Glinda The Good Witch revealed that Dorothy can return to Kansas by clicking on the Ruby sneakers three times and saying: “There is no place like the home.” Glinda also emphasized that Dorothy always had the power to go home and did not need anyone else’s help. While suggesting that Dorothy should have felt in his heart, he had to discover it for Heralf.
The value of self -discovery
These shoes require a little unpacking. As CEO, how many times throughout his trip to Oz, so to speak, they told him to implement a new process or program that would not be aligned with his belief system at that time? The possibilities are good that what he was trying to achieve would fall short. As much as you have tried, your heart and mind remain in it, and as a result, you or your team did not have the commitment or enthusiasm to replicate to obtain your hump initiative. Maybe it was just a bad idea, or maybe not. We will never know because it was never given a fair opportunity from the beginning.
Fast advance to be the CEO, and now their direct reports are giving their employees the same son of mandates, only so that these initiatives also fail or have a lower performance. We should know better. George Santayana once wrote: “Those who cannot remember the story are condemned to repeat it.” Mark Twain added: “History does not repeat Itelf, but often rhyme.”
The power of training versus the direction lies in collaboration and the relevant questions we ask ourselves, which help us reach the conclusions about the maximization of opportunities and face difficult challenges. Khalil Gibbran describes him as: “The teacher who is wise does not ask him to enter the house of his wisdom, but take him to the threshold of his own mind.” Why does this make sense? Because, according to the principles of participation of the interested parties and participatory decision making, those who are involved in the creation of the solution for a forced interest in their success. Keep leaving them if so, and nothing will improve.
THE POWER OF THE COMPANIONS
McKinsey has constantly reported that the adoption of employee change initiatives is crucial for their success. According to research, significant successful change management is based on active participation and acceptance of employees. When employees understand, compromise and adopt change, the hood of the probability of achieving the desired results increases. McKinsey emphasizes that cumbersome employees at all levels, communicating troops and addressing Conerns are vital strategies for the adoption of fosting. This guarantees that the change initiative is aligned with the objectives and culture of the organization, ultimately contributing to the success and general sustainability of the company.
Take advantage of your gifts
Regardless of the study that refers, it is clear that change initiatives fail or have a lower performance more frequently than it exists. With the rhythm of change increasing daily, we must improve. An .300 batting average can be acceptable in the major baseball leagues, but is unacceptable in the current commercial climate. The good news is that it has a picture of committed employees who want to be heard and make a positive differentiation. Instead of directing them, take advantage of the gifts they bring to the table and imply a topic in collaboration activities to shape what follows for your company. Will this process take more time than simply direct them? Sure. Will it be more successful, thought? Absolutely.
Summary
Just when Dorothy discovered, his ruby shoes gave him the power to return home when he liked. The power of colleagues in your organization offers the same potential to adapt to change more successfully. While you can involve more to click on the heels three times and say: “There is no place like home”, you will receive more than one return trip to Kansas. It will have a workforce that feels heard, unified and empowered to make a positive difference in the coming years. As CEO, it is time for you to believe in the incalculable power of your people and the potential of what can be unlock if you think more horizontally than vertically. If you do, or if the shoe is adjusted, so to speak, you can achieve anything together.
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